Resiliency Board | Reality-Based Toolkit

Summary

In this talk, Alex from Reality-Based Leadership introduces the 'Resiliency Board' as a powerful tool to foster accountability and eliminate emotional waste in the workplace. The board encourages individuals to be vulnerable, seek crowdsourced solutions for obstacles, and build a network of positive relationships. It promotes personal development, continuous learning, and a culture of support, ultimately enhancing team happiness and success.

Takeaways

• 🛠️ The resiliency board is a tool designed to foster personal accountability and eliminate emotional waste in the workplace.
• 🌟 Personal accountability is identified as the biggest predictor of success and happiness in the workplace, making it a crucial competency to develop.
• 🔄 The four factors of accountability include commitment, resilience, ownership, and continuous learning, all of which are interconnected.
• 🤔 Commitment is a personal choice that leaders can facilitate with good questions but cannot force upon individuals.
• 🚀 Resilience involves looking up and out, crowdsourcing ideas, and leveraging a network of positive relationships for support and advice.
• 📋 The resiliency board is a visual tool that makes obstacles visible and invites others to contribute their best tips for overcoming them.
• 🤝 Asking for help early and often through the resiliency board can yield multiple solutions and make the process of overcoming obstacles more efficient.
• 🚫 It's important to avoid judging the responses on the resiliency board, except in cases of illegality, immorality, or unethical suggestions.
• 💡 The resiliency board encourages a culture of continuous learning and development by crowdsourcing solutions and fostering a sense of community.
• 📈 Using the resiliency board can lead to the discovery of common obstacles within a team or organization, streamlining solutions and onboarding processes.
• 🔄 Persistent use of the resiliency board can shift an individual's initial reaction to being stuck from shutting down to reaching out and building positive networks.

Q & A

What is the main topic of the video script?

The main topic of the video script is the 'resiliency board', a tool used to foster personal accountability and eliminate emotional waste in the workplace.

Who is Alex and what is his role in the script?

Alex is the speaker and trainer at Reality-Based Leadership, and he is discussing the resiliency board and its benefits in enhancing team performance and personal accountability.

What are the four factors of accountability mentioned in the script?

The four factors of accountability mentioned are commitment, resilience, ownership, and continuous learning.

What does Alex suggest as the first step in dealing with team members who are not on board with a strategy?

Alex suggests asking the team members what their plan is to get on board with the strategy, and if they cannot commit, to discuss the risks and potential transition off the team.

How does the resiliency board help in overcoming obstacles?

The resiliency board helps by making the obstacle visible and crowdsourcing ideas from a network of positive relationships for overcoming the obstacle.

What is the difference between persistence and resilience as described in the script?

Persistence is described as looking down into one's work and trying to muscle through obstacles alone, while resilience is about looking up and out, seeking ideas and support from a network of positive relationships.

How should responses to the resiliency board be handled according to the script?

Responses should not be judged unless they are illegal, immoral, unethical, or could harm someone. In such cases, they should be crossed off and the person should not be asked for further tips.

What is the role of the leader in implementing the resiliency board in a team?

The leader's role is to model the process by sharing their own development goals and obstacles, which encourages team members to contribute ideas and feel involved in the problem-solving process.

How can the resiliency board contribute to an organization's onboarding process?

The resiliency board can be used to share common obstacles and the solutions that have been tried, helping new hires to avoid the same pitfalls and learn from the experiences of others.

What is the ultimate goal of using the resiliency board in the workplace according to the script?

The ultimate goal is to cultivate a mindset of accountability, which is the biggest predictor of success and happiness in the workplace, by fostering resilience, open communication, and continuous learning.

How can the resiliency board help in creating a culture of continuous learning?

The resiliency board helps in creating a culture of continuous learning by encouraging team members to share ideas, learn from each other's experiences, and seek solutions to obstacles collectively.

Outlines

00:00

🛠️ Resiliency Board: A Tool for Enhancing Team Accountability

In this paragraph, Alex introduces the 'resiliency board' as a powerful tool for eliminating emotional waste in the workplace, thereby promoting clearer thinking and value addition. The speaker emphasizes the importance of personal accountability as a key to success and happiness at work. The resiliency board is presented as a method to facilitate this by encouraging individuals to seek out crowdsourced ideas and support from a network of positive relationships when facing obstacles. The paragraph also touches on the four factors of accountability: commitment, resilience, ownership, and continuous learning. Alex explains the process of using the resiliency board, which involves making an obstacle visible and asking for the best tip from others to overcome it, rather than doing the work for oneself.

05:01

🌟 Cultivating Resilience through Collective Input and Support

This paragraph delves into the benefits of using a resiliency board to foster resilience in the face of challenges. Alex explains that instead of being persistent and trying to overcome obstacles alone, one can leverage their network for diverse solutions. The speaker highlights the importance of not judging the responses received but rather working through them to find what works. The paragraph also discusses the impact of the resiliency board on team dynamics, showing how it can model continuous development, encourage input, and create a culture of brainstorming to overcome obstacles. Alex also suggests keeping track of the most common obstacles and their attempted solutions as a resource for onboarding new team members and streamlining future attempts to tackle similar challenges.

10:01

🚀 Maximizing Organizational Success with the Resiliency Board

In the final paragraph, Alex wraps up the discussion on the resiliency board by emphasizing its role in cultivating a mindset of accountability, which is crucial for organizational success. The speaker encourages making the resiliency board visible to the team to track progress on overcoming obstacles. Alex assures that there is no perfect way to use these tools, but simply making them visible can prompt team members to engage. The paragraph concludes with an invitation for further discussion and support, offering contact through social media and a reminder to continue eliminating drama from the workplace.

Keywords

💡Resiliency Board

A 'Resiliency Board' is a tool introduced in the video to help individuals and teams overcome obstacles by crowdsourcing ideas and leveraging positive relationships. It's a visual representation of challenges faced and solutions offered, fostering a culture of resilience and continuous learning within an organization. In the script, Alex uses the example of learning Spanish faster to illustrate how one might use a resiliency board to seek out the 'one best tip' from others to overcome a specific obstacle.

💡Emotional Waste

Emotional waste refers to the negative emotions and attitudes that can hinder productivity and teamwork in a workplace. The video suggests that by using tools like the resiliency board, organizations can minimize emotional waste, leading to clearer thinking and more effective action. The concept is introduced as part of the rationale for why the resiliency board is a valuable tool for enhancing workplace culture and performance.

💡Accountability

Accountability is a core theme in the video, defined as the personal responsibility one has for their actions and decisions. It's highlighted as the biggest predictor of success and happiness in the workplace. The video emphasizes that leaders can facilitate commitment and resilience, which in turn lead to a sense of ownership and continuous learning, all of which are aspects of accountability. An example given is how a leader might ask an uncommitted team member for their plan to get on board with a strategy, thereby encouraging personal accountability.

💡Persistence

Persistence is described in the video as the traditional approach to overcoming obstacles, where individuals rely solely on their own efforts and determination. This is contrasted with resilience, which involves seeking help and ideas from others. The video suggests that while persistence is important, resilience is a more effective strategy in today's collaborative work environments. An example is given where the speaker contrasts looking up solutions on one's own (persistence) with asking a network for their best tips (resilience).

💡Crowdsourcing

Crowdsourcing is the process of obtaining ideas, suggestions, or content from a large group of people, typically from an online community. In the context of the video, crowdsourcing is a key component of the resiliency board, where individuals seek out the 'one best tip' from their network to overcome an obstacle. This approach is seen as a modern and effective way to leverage collective wisdom and support.

💡Ownership

Ownership in the video refers to the sense of responsibility and commitment individuals feel towards their work and the outcomes they produce. It's presented as a natural progression from resilience and personal accountability. When individuals are resilient and seek solutions to obstacles, they are more likely to take ownership of their work and the results, leading to a more engaged and productive workplace culture.

💡Continuous Learning

Continuous learning is portrayed as an ongoing process of seeking knowledge and skills, which is a byproduct of the other factors like accountability and resilience. The video suggests that when individuals are resilient and hold themselves accountable, they naturally enter a state of continuous learning, always looking for ways to improve and grow. This mindset is essential for personal and professional development within an organization.

💡Positive Relationships

Positive relationships are emphasized as crucial for resilience. The video explains that resilient individuals maintain a network of positive relationships, often with people they have previously helped, who are then willing to reciprocate support. These relationships are a valuable resource when seeking advice or assistance, as illustrated by the resiliency board where one might ask their network for their best tips.

💡Obstacles

Obstacles in the video are challenges or barriers that individuals or teams face in their work. The resiliency board is a tool designed to make these obstacles visible and to invite solutions from others. By acknowledging and addressing obstacles openly, the video suggests that teams can work together more effectively to overcome them, fostering a culture of resilience and problem-solving.

💡Cultivating Resilience

Cultivating resilience is the process of developing the ability to bounce back from setbacks and adapt to change. The video discusses how the resiliency board helps individuals and teams to cultivate resilience by seeking and implementing solutions to obstacles. This process not only helps in overcoming current challenges but also builds a foundation for future resilience, as individuals learn to rely on their networks and adapt to new situations.

Highlights

Introduction of the Resiliency Board as a tool for eliminating emotional waste in the workplace.

The importance of personal accountability as the biggest predictor of success and happiness in the workplace.

Explanation of the four factors of accountability: commitment, resilience, ownership, and continuous learning.

The concept of buy-in or commitment as a personal choice that leaders can facilitate with good questions.

Strategies for dealing with team members not on board with organizational strategies, including identifying and mitigating risks.

The role of resilience in personal accountability and how the Resiliency Board can be used to foster it.

The misconception of resilience as persistence and the recommended approach of looking up and out for support.

How to use the Resiliency Board to crowdsource ideas and build a network of positive relationships.

The process of creating a Resiliency Board by making an obstacle visible and asking for one best tip to overcome it.

The importance of not judging responses on the Resiliency Board, except for illegal, immoral, or unethical suggestions.

The impact of the Resiliency Board on fostering ownership and continuous learning within a team.

The benefits of the Resiliency Board for modeling development and opening up to team input for overcoming obstacles.

How the Resiliency Board can create a culture of continuous brainstorming and problem-solving within an organization.

The use of past Resiliency Boards to streamline onboarding processes and accelerate new hire development.

The shift in mindset from feeling alone when stuck to reaching out and building positive networks for support.

The Resiliency Board as a tool for cultivating resilience, which leads to easier conversations around ownership.

Continuous learning as the byproduct of using the Resiliency Board and its role in accountability.

Encouragement to use the Resiliency Board visibly to track progress and engage the team in problem-solving.

Contact information provided for further questions and discussion about the Resiliency Board tool.

Transcripts

hey everybody its Alex store speaker and

trainer at reality-based leadership

today I want to talk about probably one

of my favorite tools called the

resiliency board now just a quick review

about the power of this tool and again

our tools are well we are calling good

mental processes to help eliminate

emotional waste from the workplace and

again you guys know now as we eliminate

emotional waste it helps us get cleaner

in our thinking and know right what's

the next thing that we could do to add

value and this tool is no different it

does the same for your team's in fact

this has like three or four powerful

properties to it that adds a ton of

value in the workplace and we'll talk

about that but just a quick recap you

guys have been through the sessions you

now know the four factors of

accountability you now know that

accountability personal accountability

is the biggest predictor of our success

in results and happiness in the

workplace and so it's a huge huge

important competency for us to get

fluent in in saying that you now know

the four factors as I mentioned

commitment resilience and then that

leads to ownership and then lastly the

byproduct is continuous learning and so

just to recap because I know many of you

love this with buy-in or commitment it's

a personal choice it is not something we

can force someone to do as leaders we

can just facilitate that choice with

good questions and we talked about the

third option in our session which is you

roll out a strategy and so much just not

on board they're not quite feeling it

and you ask well what's your plan to get

on board I've checked it's not illegal

it's not immoral it's not unethical like

what's your plan to sign up this is

where the organization is going and they

say I don't like the strategy I'm not

gonna sign up and you say well what

risks do you see that we can mitigate

let's identify and mitigate those risks

and we'll move forward and they're like

I don't even want to talk about the risk

I think it's a dumb idea and then you

ask well then what's your plan to

transition off my team and you guys know

that will shock someone usually you're

like I'm not going anywhere I've been

here for 15 years

I love it we could really use your

experience and your expertise what's

your plan to get on board know like I'm

not gonna well then what's your plan

transition to an organization where you

do love the strategy I'm not gonna and

then it usually dawns on both of us that

this person believes that there's a

third option to stay in hate to stay in

sabotage and again we can remind them

that there's there's really no third

option you either stay in joy or you

leave in peace but both should be

peaceful and both of those will help the

happiness of that person and so we

really facilitate that choice to buy in

and then once we have someone all in to

do whatever it takes

then as leaders we can cultivate

resilience and that's where the

resiliency board kicks in and that's

where we can really fuel personal

accountability and this mental process

and so how this works is again we talked

about this that most people think of

resilience as actually persistence which

is I'm gonna look down into my work and

I'm gonna muscle through it if it's to

happen it's up to me and I gotta save

the day and I gotta make the diving

catch here I'm gonna do this all myself

and that's really hard in the world that

is just taxing but what we recommend is

the new way to succeed in today's

reality is by getting resilient and

that's to look up and out and to do two

things it's to crowdsource for ideas for

your one best tip to overcome the

obstacle and it's to do that to number

two a big network of positive

relationships usually positive

relationships that you have helped in

the past and so they're willing to jump

in and help and give you their one best

tip and so that's what the most

resilient people are doing nowadays and

so the way to really do this with a tool

in the workplace is to do a resiliency

board how this works is you just take

the obstacle so you're all in but then

you're running into an obstacle and what

you do is you get that visible whether

it's in a place that has a lot of foot

traffic to the break room or to lunch or

if it's digitally whether it's on a

Facebook group or your company intranet

and you just get that obstacle out there

for my example here if you can't read it

it's to learn Spanish faster I've been

all in to do whatever it takes I really

want to learn Spanish

but I need to do it faster so I'm

looking for ideas and so you just get

that visible and then what you ask is if

anybody's curious or walks by your

resiliency board you just say what would

be your one best tip to overcome this

obstacle and you have them just write it

now

this is different than asking someone to

do the work for you no one will ever do

that but if you ask for quickly what's

your one best tip that you recommend

they can put an app up here they can put

a link to someone to follow they can put

an idea Netflix they can put anything up

there and you just start letting that

list develop and it can be 30 items long

it can be multiple pages and you just

let that cultivate what happens is when

you're persistent if I'm talking about

me I'll maybe look at YouTube I'll look

at Google I'll ask a friend I'll ask a

family member I'll try for things to

stay the course in the face of obstacles

that'll be my resilience but when I

choose to do a resiliency board and I

get a little vulnerable and I asked for

help early and often to my network on

social media positive relationships I'll

quickly get back 15 to 30 things that I

could do to overcome that obstacle now

the key here with this resiliency board

is you guys know about stop judging

start helping you can't judge any of

these responses however if something is

illegal immoral unethical can it hurt

somebody you can judge that one in fact

I cross it off and I wouldn't ask them

for any more tips moving forward if you

know what I mean

and so but other than that you gotta

start working these things and that's

where persistence comes in a little bit

because you have to work these but it

should be more effortless and you just

start knocking about now you guys

remember those four factors if I was

all-in and then I did a resiliency board

instead of being persistent I had 30

things that I could do to overcome and I

tried them all

how does ownership feel it's a much

different situation it is like oh my

goodness of someone asked me why didn't

I get better at Spanish

I'm like please give me more information

I want to know what else I could do I'm

asking for feedback I want to learn

which is the fourth factor which is

continuous learning and so this is the

true power of resiliency board because

it actually helps you crowdsource ways

to keep your development going and you

get a bunch of great ideas that you

couldn't think about on your own and so

what happens so much so when we do this

with teams is that the leader if you

start and say what you're looking to

develop and what are your obstacles the

first thing that happens is your team

starts to see that you're modeling that

you're always developing that you still

have things you're struggling with and

that opens them up to want to develop

another thing that happens is they want

to have input they want to have each day

where they're having impact how they can

help things nothing's better than being

able to see that when you are putting

your ideas up there to overcome

obstacles at work and if you had four or

five of these up in an area with a lot

of foot traffic there's a constant

brainstorm of how we could overcome

obstacles it starts to become the way of

it in the organization and again it's a

good mental process to cultivate

accountability which is the number one

predictor of success and Happiness in

the workplace and so this is a

superpower

keeping these going that's what I

recommend another thing you realize with

this tool is that as you start doing

resiliency boards and get more open

about what obstacles you're trying to

overcome you'll start to see that most

people have some of the same obstacles

especially in an organization but they

just keep all those obstacles here and

they're trying to solve them themselves

or hide from them to make them feel like

they're not exposed as not technical

enough or whatnot and so as we start

opening up about this it really becomes

a crowdsourced

learning environment and as you see

people with the same obstacles the

solutions come quicker and so what I

want you to also think about is as you

do these resiliency boards you might

have like the top set

that are the heavy hitters that most

people run into his obstacles in the

jobs once she does not throw any of

these away let's say you have one and

there's like 20 things the group's tried

but you still haven't solved it keep all

those resiliency boards and pull these

things back out and say hey new hires

hey new people in our department here

the top seven to ten things we've

struggled with four obstacles here's

what people have tried don't do those or

at least don't do those in the same way

they have and you'll be able to

streamline a lot of our attempts to

overcome the obstacles and so these

become our onboarding these become ways

in which we bring new hires up to speed

and they become sustainable as a good

mental process to bring people on and as

you do these more and more people's

initial reaction to when they're stuck

will no longer be to shut down and feel

like they're alone to muscle through

it'll start to be that I'm gonna reach

up and out and I'm gonna build positive

networks I'm going to be helpful so

people will be helpful for me and that's

where it becomes a quick cultivation of

resilience which leads to easier

conversations around ownership where

people are very conversational about it

and not confrontational and defensive

and lastly you guys already feel it

continuous learning is the byproduct and

so the resiliency board is one of the

best tools to cultivate that mindset of

accountability because again you guys

already know what accountability leads

to and it really can skyrocket what

we're trying to do in the organization

and so best of luck using the resiliency

board get it out there visible for your

team so they can see that they're making

progress on obstacles remember there's

no way to do these tools perfectly just

get them up and visible and teams will

want to jump in we see it time and time

again please reach out to me with any

questions it's at Alec's M door on

social media I'm happy to discuss more

about these tools about the content the

best of luck getting started you got

this and as always you guys know the

deal

let's keep ditching the drama